All posts by Georgia

TeamTalk

Visible yet Hidden: Are staff working in EDI roles within Higher Education sufficiently rewarded and recognised?

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Malasree Home (Athena SWAN Officer, FMS EDI Team):

We all want to be recognised and rewarded for the work that we do, irrespective of the role that we are in.

I’ve been the Faculty’s Athena SWAN Officer for 18 months, and in that time, I’ve become interested in how staff who lead and manage EDI initiatives and projects are recognised, and the impact that this may ultimately have on the success of EDI projects (for example Charter Mark applications), the continuation of EDI teams, and the actual embedding of real cultural change within an organisation.

Scholarly research suggests that recognising, rewarding, and valuing staff can enhance productivity, yet rewarding EDI contributions are perhaps even more challenging than most in a Higher Education context. While, on the one hand, EDI roles demand certain niche skills and training, on the other hand, they often sit outside a specific job description, or are not aligned to promotion criteria. Nevertheless, they are crucial to delivering changes to culture, policies and practices that support any university’s ambition to provide inclusive environments for the benefits of staff and students.

Along with my colleague, Louise Jones (the E&D Advisor in the Faculty of Science, Agriculture and Engineering), I ran a workshop at this year’s Advance HE’s annual EDI Conference in Liverpool around reward and recognition for those in diversity roles – we called it ‘Visible yet Hidden’, hoping to capture some of problems that diversity professionals face. Organisations focus on the equality, diversity and inclusion (EDI) agenda and promote its importance, but anecdotal evidence suggests that they are less upfront and eager to recognise and value staff who are involved in supporting this agenda through their day-to-day roles and responsibilities, or by being involved in charter mark applications.

Before the conference, we tested the waters by running a snap survey using the mailing list for all those involved in Athena SWAN nationally, and ran the same survey for EDI leads at Newcastle University as well. The survey clearly struck a chord, and we were not prepared for the volume of responses – we received a total of 121 responses, most of whom were female (82%) and in professional support or administrative roles (60%). The results raised some interesting issues, which we presented at the workshop to a very engaged audience.

It was clear that organisations are broadening the remit of diversity roles – very few of the respondents had a specific ‘Athena SWAN’ tag attached to their role descriptors – however, the majority (74%) still retained standard organisational titles (HR Advisor/Project Manager/Lecturer/Senior Lecturer). This raises a lot of questions. To what extent is EDI perceived as an ‘add-on’ to existing roles? If they are not part of the original Job Description, are organisations ensuring that their staff have enough protected time to fulfil these roles? Organisations, especially universities, therefore do need to pay heed to resourcing for broadening the agenda.

The survey also revealed that the majority of EDI roles were junior or middle stage career positions (78%) with possibly very limited power to make changes through organisational decision making processes. Only 22% described themselves as having senior positions within the organisation. If these roles are meant to be the drivers for change, is this small percentage really enough to bring about real cultural change?

Recognition for these roles is linked to their career progression, and the respondents identified some major challenges here. While a large proportion of respondents (74%) felt that they had amassed a huge number of transferrable skills in their role, the majority felt that those were not recognised by current and potential employers, and 46% were unable to identify their next career move from their current role.

This was not helped by the fact that the majority of respondents (74%) had received no external or internal awards for doing their job well. Some organisations had awards for staff who contributed to EDI above and beyond their roles, but staff working in diversity roles did not appear eligible for these awards. A member of the audience asked a wonderful (and telling) question which made the penny drop for many in the room – “would you refrain from nominating someone for a ‘teaching’ or ‘best supervisor’ award just because they were in a teaching or supervisory role?”

Many respondents saw that EDI was important to their employer – a massive 70% said that it was important to their organisation. Yet only 40% of respondents felt that THEY were valued in their roles, with 28% stating that they did not feel valued at all. I think the audience agreed that we now had some numbers to quantify what we had known anecdotally so far!

However, this workshop was not all about doom and gloom, but about a way forward. And in true testament to the skills that all diversity professionals pick up, Louise gave a wonderful overview about what organisations and individuals could do to address this scenario, energising the audience again!

We hope that ultimately, strategic organisations in Higher Education, like Advance HE, will pick up the baton and become a platform where professionals working in diversity roles can connect with mentors in other organisations to improve career progression opportunities, ensuring that this research has long-lasting and meaningful impact.

This workshop was part of a larger project funded through the Equality, Diversity and Inclusion Funds (EDIF), an internal funding scheme available to all staff and students to promote engagement with the Equality, Diversity and Inclusion agenda at Newcastle University. You can read about other EDIF projects here.

We will be running a number of focus groups for staff at Newcastle University (Academic and Professional) in the New Year to further explore the issues identified through the preliminary survey. If you are a member of staff at Newcastle University, and would like to participate in these groups, please contact me directly at malasree.home@newcastle.ac.uk.

Disability and Illness

Be Kind: Living with a Hidden Disability

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This month, as part of UK Disability History Month (22nd November – 22nd December) and International Day of Persons with Disabilities (3rd  December), we’re focusing on disability.

In the UK today, there are 13.3 million people living with disabilities. For many of these people, you wouldn’t know they have a disability just by looking at them. They don’t use a wheelchair, or crutches, or hearing aids. Yet their condition continues to affect their quality of life just as significantly, leaving them in constant pain or making simple day-to-day tasks very difficult. These disabilities are known as ‘hidden’, ‘invisible’, or ‘unseen disabilities’.

For many effected by a hidden disability, they are often ignorantly and unfairly labelled as “attention-seeking” or “imagining it” by those who do not understand the impact of these conditions on a person’s daily life.

To help you understand what it’s like to live with a hidden disability, a member of staff has written a personal account about their experiences:

“You’re not old enough to have arthritis?”

“You wouldn’t know you have arthritis – you look fine!”

If I had a pound for every time these things have been said to me, I would be very wealthy.

I was diagnosed with Rheumatoid Arthritis (RA) when I was 25, in 1996. Just to get to a point of diagnosis was a struggle. It took 18 months of recurrent visits to my GP with pains and stiffness in different parts of my body, being told there was nothing wrong with me, to the point that I believed I was imagining the symptoms before the Rheumatoid Factor decided to show itself in my blood results.

A diagnosis was a massive mental milestone, as I could finally put a label on what was wrong with me. Following diagnosis, it was a further six months before I crept to the top of the waiting list and was able to see a consultant, by which time my weight had dropped dramatically, several of my joints were painfully swollen, and I struggled to complete mundane tasks such as making a cup of tea or doing up some buttons. Finally getting a treatment plan was another milestone and then the realisation of a lifetime of hidden, chronic pain slowly began to dawn.

RA is like being on a never-ending rollercoaster – I do not have pain free days, but some days are better than others. Also, I constantly feel tired. Chronic fatigue (a little-known symptom of RA) is a most unwelcome guest when looking after a young family and elderly parents.

I take a whole host of medication, both daily and weekly. The weekly medication is not pleasant and is not something I relish taking every Sunday evening. Yet, like many people with hidden conditions, I carry on, as I’m determined that this condition, although limiting how I live some aspects of my life, will never defeat me.

I do not say all this to garner sympathy. I do not, and never want to be, defined by my RA, and the last thing I want is to be pitied. Having lived with chronic pain for over 20 years, I have found workarounds for everyday activities, so that only those closest to me know when I’m having a bad day.

Around 1% of the population in the UK has RA, and this is only one of a number of conditions where a person’s illness, limitations and pain remain hidden. Being diagnosed with RA turned my life upside down, but despite this I have learned some very valuable lessons and now, more than ever, realise the importance of being kind, patient and understanding, as we can never automatically know the challenges family, friends and colleagues face in their everyday life.

So please do not judge. Instead:

  • Be kind to the person who is walking too slowly for your liking.
  • Be kind to the person in the supermarket who asks for help to reach something on the shelf.
  • Be kind to the person who appears able-bodied who has sat in an accessible seat on the train.
  • Be kind to your colleague who is too tired to interact.
  • Be kind to your friend who cancels a night out at the last minute.

Be kind, as you can never know the journey people are on and the barriers they have overcome (whether RA or another hidden condition) to get where they are today.

To find out more about hidden disabilities, please visit the Invisible Disabilities Association’s webpage. Or, email us at FMS.Diversity@nc.ac.uk to find out how you can get support, or help support others.

Disability and Illness

The Disability Interest Group (DIG)

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The Disability Interest Group (DIG) is for anyone who wants to help promote a positive, safe and respectful environment for disabled students, staff and visitors. It’s a joint network, open to all disabled and non-disabled staff and students at Newcastle University.

Today (22nd of November) marks the first day of UK Disability History Month, which focuses on the history of people with disability’s struggle for equality and human rights in the UK. This month includes International Day of People with Disabilities (3rd of December), which is the day that the DIG is hosting their celebratory event, to highlight and celebrate the successes of this year and to update people on what is coming up in 2019. The event will also include a talk by Liam Isaac, NUSU¹s Inclusive Sport Officer about his great work in improving access and inclusion in University sport. The event will run 12-2pm in the courtyard, and lunch will be provided. Please book here.

To find out more about the DIG and the work they’ve been doing, I spoke to Richard Boggie, Assistant Director for HR strategy and member of the DIG committee.

Why was the DIG formed?

The network was relaunched in October 2017, with Jackie Leach Scully as Chair. We were inspired by the success of other networks, such as NU Women, and by the increased interest across the board in staff networks and EDI in general. We wanted to ensure disability issues weren’t going to be forgotten or left behind in this shift, and so we relaunched the DIG. Importantly, as part of this relaunch, we redesigned the network to be not just for people with disabilities, but also for allies.

Why did you join the DIG?

I’ve always been involved with the DIG before it was relaunched. I wanted to use my background in HR to help affect change, and from a professional point of view, I wanted to know if things weren’t working for those with disabilities. But also, from the point of view of a disabled person, I wanted to feel as though the University is doing all it can to make the experience inclusive and accessible for everyone.

For me, the network is about having a safe space to discuss openly the issues affecting me, so that I can seek help, as well as helping others facing similar issues.

What do you feel the DIG is important?

Above all, we want the DIG to be a safe, supportive environment. For many of our members, they are the only disabled person working in a unit or in their peer group, which can be a lonely experience. The DIG helps these people to feel as though they are not alone, and to talk to others who’ve had similar experiences and have worked out how best to deal with them. For this reason, a large part of our network is based around signposting to access support and advice.

Although our membership represents a large range of disabilities, we often have similar experiences, so are able to have a joke as well as share what is troubling us, because it’s a safe environment. It is also good to bring together a range of different disabilities, to learn about them and highlight common issues.

Finally, we’re also a resource for others. If individuals or departments want help with disability issues, we have members that can advise them. We can also talk directly to University services to make changes. For example, if we’re informed something is going wrong in an area such as estates, we can go directly to them to talk about it.

Can you tell us a bit about some of the things the network has been doing this year?

The work we’re probably most proud of this year is the adjustments we’ve helped make to the recruitment and induction process for staff, as it will benefit so many staff members. We feel this was done in a really inclusive way, by holding workshops and focus groups with our members, in which we looked at their experiences and what they hoped the process would look like to develop actions to improve the experiences of staff joining the University in future.

We have also felt extremely supported by the University this year. We secured funding from the EDI Fund and from Student Wellbeing for a live captioning service for University events and talks, which is currently being trialled. One of our committee also bid for some money to create some more representative images of staff and student diversity at NU for use on University communications and the website. If you’d like to volunteer to participate in this photography, please contact Becca Wilson.

We’ve also been able to take forward issues raised by our members to the committees we sit on and make important changes, such as ensuring all accessible toilets have working emergency cords.

Where you might see the network going in the future?

This year, we’re hoping to build on the success of our first year by growing our membership and running more events for all members to attend. In particular, we’d like to focus on running more positive, celebratory events. So far, we’ve done a lot which looks at what we can improve and change within the University, so now we’d like to think about what has been successful and celebrate this. This is what we intend our event on the 3rd of December to be.

I also hope that DIG will be able to influence University policy properly, in particular on recruitment and induction, and on accessibility at events. We’re also looking to work with the student disability society (Disability and Neurodiversity Society) to influence student issues.

If you’re staff or student with a disability, or an ally, and you’re interested in getting involved with the DIG, visit our intranet page to find out more about them. You can also follow them on Twitter, or join their mailing list. Their celebratory event will be hosted on the 3rd of December, so sign up to come along! 

Gender Equality

International Men’s Day Talk: Professor Ian Banks

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To celebrate International Men’s Day (Monday 19th November), the Institute of Health and Society are hosting our very first International Men’s Day event. The event will be a talk and discussion with Professor Ian Banks on men’s health, entitled “Does the Y chromosome seriously damage your health?”

Every year, on the 19th of November, International Men’s Day is celebrated by over 60 countries around the world. It gives us all an opportunity to think about men’s and boy’s health, improving gender relations, promoting gender equality, and highlighting positive male role models.

It encourages people of all genders to come together and celebrate men and boys in all their diversity, but also to consider how we can work to address issues facing males today, such as:

  • The high male suicide rate
  • The challenges faced by boys and men at all stages of education including attainment
  • The challenges faced by the most marginalised men and boys in society (for instance, homeless men, boys in care and the high rate of male deaths in custody)
  • Male victims of violence, including sexual violence
  • The challenges faced by men as parents, particularly new fathers and separated fathers
  • Male victims and survivors of sexual abuse, rape, sexual exploitation, domestic abuse, forced marriage, honour-based crime, stalking and slavery
  • The negative portrayal of men, boys and fathers
  • Men’s health, shorter life expectancy and workplace deaths

It is this final issue which is the focus of Professor Ian Banks’ talk on the 19th November. He will examine some of the myths surrounding men’s health, including the question of what is “avoidable” male death and ill health, and the reasons for the huge variation in morbidity and mortality between women and men, and also between men themselves.

Prof Banks is an A&E doctor and a GP. He’s also the BMA’S official spokesman on men’s health issues, president of the European Men’s Health Forum and former president of the England & Wales Men’s Health Forum. He has written numerous books, including the Haynes Workshop Manuals on men, women, babies, and sex, and he was the Medical Editor for The Men’s Health Magazine for six years.

The talk is at 12.30 – 2.00pm on Monday 19th November in L2.8 of the Medical School.

It is open to all members of staff, regardless of gender, and will appeal to anyone interested in male or female health, as well as those who wants to show their support for International Men’s Day. Tea and coffee will be provided. Please register to attend here.

Gender Equality

NU Women Professors’ Network

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NU Women Professors’ Network (NUWPN) is open to all women professors who work at the university and was set up in 2015. The network operates as a mostly online forum where they circulate events of interest, discuss aspects of university life, and input into policy development through responses to consultations and organising meetings with key staff. NUWPN is part of the NU Women’s Network.

To find out more about NU Women Professors’ Network, we chatted to Professor Karen Ross from the School of Arts and Cultures, who Chairs NUWPN.

Why did you decide to get involved?

Since I entered higher education, I have always sought out women colleagues with whom I could share experiences and establish a support network: higher education is a brilliant but also quite challenging environment in which to work for everyone, but especially women and especially when you are climbing the career ladder. Amongst academic staff in UKHE, less than 25% professors are women although women and men enter the profession in similar numbers.

When I arrived in Newcastle in 2016, I immediately joined NU Women and NUWPN as both these networks provide opportunities to share ideas, meet together and learn from each other.  When Kathryn Hollingsworth took up the chair of NU Women in 2016/17, I became chair of NUWPN.

Why is NUWPN important to its members?

The Network provides a useful means by which senior women in the university can ‘talk’ to each other online but also meet up in real time, as well as circulate information of interest.

What plans do you have for 2018/19?

Last year we ran a ‘making professor’ workshop which was attended by a wide range of women at different stages of their career, from professional services colleagues to recently graduated postdocs, all of whom were keen to hear the experiences of women professors and understand the different strategies women employ to thrive (and not simply survive) in a university environment.  We will be running a similar event in the summer term 2019.

We also have occasional brown-bag lunches to touch base on initiatives underway in the university and will continue to organise such ad hoc meetings this year.

To read more about NU Women Professional Services Network, please see this page. They also keep joint social media channels with NU Women, so you can follow them on Twitter @NU_Women or visit their blog.